Head of HR

TalentXD is partnering with a well-established international iGaming business to appoint a Head of HR based in Malta.

This is a senior People leadership opportunity for an experienced HR professional who combines strategic People leadership with strong operational execution. The role will play a central part in shaping and strengthening the organisation's People function, leading People Partnering and People Operations while working closely with specialist teams across the organisation.

The successful candidate will be someone who can operate at both strategic and operational level, advising senior leadership on complex people matters while also building scalable, efficient and commercially effective People processes across an international, multi-location organisation.

Location: Malta
Working model: Hybrid

The Role:

As Head of HR, you will have responsibility for the organisation's HR Business Partnering and HR Operations delivery.

Working closely with senior People leadership and the wider HR team, you will ensure that the HR function operates as a high-performing, commercially focused partner to the business.

A key part of the role will be developing a scalable HR operating model, creating clarity around ownership, improving processes and service delivery, strengthening manager capability, and ensuring employees receive a consistent and high-quality experience across different locations and functions.

The successful candidate will be expected to build, improve and lead, bringing structure to complex HR environments while maintaining the flexibility and pragmatism required in a fast-moving international business.

Responsibilities:

As Head of People, your broad responsibilities will include but are not limited to:

HR Leadership & Operating Model

• Lead and develop the HR Business Partnering and HR Operations teams, setting clear priorities, standards and expectations.

• Own and continuously evolve the HR operating model, ensuring clear ownership, accountability and service standards.

• Establish effective processes for case management, escalation, employee support and HR service delivery.

• Build a culture of accountability, service excellence and continuous improvement within the HR function.

• Ensure HR resources, priorities and budgets are aligned with business requirements.

• Develop capability and future leadership within the HR team.

• Establish clear KPIs, objectives and delivery expectations across the team.

HR Business Partnering & Senior Advisory

• Provide leadership and direction to the HR Business Partnering function, ensuring HR Business Partners operate as credible and commercially minded advisors.

• Act as a senior escalation point for complex employee relations, organisational change, performance matters and sensitive employee situations.

• Coach and support HR Business Partners in stakeholder management, performance management, talent reviews and complex employee matters.

• Partner with senior leaders and managers to provide pragmatic advice on HR strategy, organisational effectiveness and employee-related risks.

• Support the business through organisational change, restructuring and evolving workforce requirements.

• Strengthen the capability of managers across the organisation in areas such as performance, feedback, employee relations and people leadership.

Employee Lifecycle & HR Operations

• Own the quality and consistency of the employee experience across the full employee lifecycle.

• Drive operational excellence across onboarding, contracts, role changes, absence, employee relations, case management and offboarding.

• Standardise documentation, policies, workflows and approval processes across locations while maintaining appropriate local flexibility.

• Establish robust case management practices, response standards and escalation processes.

• Ensure HR processes are appropriately governed, documented and compliant across relevant jurisdictions.

• Partner with Legal and local specialists where required on employment legislation and complex employee matters.

• Drive improvements across the employee lifecycle to reduce friction and improve the overall employee experience.

Process Improvement, Systems & Data

• Identify opportunities to simplify and improve HR processes, removing unnecessary friction and administrative burden.

• Partner closely with HR Systems and Analytics teams to improve HRIS workflows, reporting, data quality and employee and manager self-service.

• Use HR data and operational insight to identify trends, recurring issues and opportunities for improvement.

• Introduce greater automation and standardisation across HR processes where appropriate.

• Explore and leverage AI and technology to improve scalability, efficiency and the overall employee experience.

• Establish and monitor appropriate HR KPIs, service levels and operational metrics.

Performance, Talent & Organisational Development

• Partner with senior People leadership and specialist teams to ensure strategic HR initiatives are effectively implemented across the organisation.

• Support consistent execution of performance management, talent reviews and succession planning.

• Strengthen manager capability around performance, employee relations, feedback and people leadership.

• Work closely with Talent Acquisition, Learning & Development and other People functions to ensure a joined-up employee experience.

• Use employee feedback and engagement insights to identify areas where HR processes or leadership practices can be improved.

• Ensure HR initiatives are translated into practical and consistent execution across the organisation.

Stakeholder & Executive Partnership

• Build trusted relationships with senior executives, functional leaders and managers across the organisation.

• Provide senior leadership with clear insight into HR performance, organisational risks, recurring employee issues and recommended interventions.

• Balance employee advocacy with strong commercial judgement and appropriate governance.

• Act as a visible and credible HR leader across the organisation.

What We're Looking For:

We're looking for a senior People professional who has already operated in a complex, international environment and has demonstrated the ability to lead and transform People functions.

You'll ideally bring:

• Proven experience in a senior HR leadership role within an international organisation.

• Experience leading or significantly developing HR Business Partnering and/or HR Operations functions.

• Strong experience across the employee lifecycle, employee relations, performance management and HR operations.

• Experience managing teams with a mixture of HR Business Partnering, Operations and administrative responsibilities.

• Experience operating across multiple locations, jurisdictions or culturally diverse environments.

• Strong commercial judgement and the confidence to challenge and influence senior stakeholders.

• A track record of improving HR operating models, processes and ways of working.

• Strong understanding of HR systems, data, workflows and operational reporting.

• A data-driven and process-oriented approach to HR leadership.

• Experience working alongside specialist People functions such as Talent Acquisition, Learning & Development, Culture and HR Systems.

• The ability to operate strategically while remaining close enough to the detail to understand what is happening within the organisation.

• Excellent communication and stakeholder management skills.

• Experience within iGaming, technology, fintech or another fast-paced and/or regulated international environment would be highly advantageous.

What we offer:

• Join an established international iGaming business with ambitious growth plans.

• Take a senior leadership position within the HR function.

• Shape and develop the HR operating model across an international organisation.

• Work closely with senior leadership and experienced HR and People professionals.

• Make a meaningful impact across HR strategy, operations, employee experience and organisational development.